Six questions. If any answer is yes, assessment is worth a conversation.
Interviews measure how well someone interviews. Assessment measures something closer to how they will actually work.
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Do you want to reduce turnover and the cost of replacing people?
Hiring, processing, and training a replacement is expensive, and most of that cost is invisible until you add it up. Objective assessment data narrows the guesswork before the offer goes out, so you are choosing on evidence rather than on how well someone interviews.
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Do you want to reduce your legal exposure?
Termination and demotion decisions that rest on impressions are harder to defend than decisions that rest on documented, benchmarked criteria applied consistently to every candidate. Assessment gives you a defensible record.
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Do people turn out to be different from what their resume suggested?
Assessment is more impartial than a resume, more revealing than an interview, and more reliable than a reference call from someone the candidate chose. It gives you an objective way to cut through subjective hiring data.
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Do you have salespeople who cannot sell, or managers who cannot manage?
The Winslow Reports compare each current or prospective employee against benchmarked career classifications drawn from a very large subject pool. You find out whether the impressive resume belongs to someone who will actually sell for you.
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Do you need one instrument that serves several decisions?
One tool to assess, screen, select, hire, train, manage, and develop. The same results support performance reviews, promotions, restructuring, and mergers. It answers questions like whether a successful technician can become a successful manager.
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Do you suspect people are shading their answers?
The Winslow Reports include controls designed to detect respondents who intentionally falsify or unintentionally exaggerate their answers in order to impress. Data you cannot trust is worse than no data at all.
Assessment on its own does nothing
The instrument is the easy part. What determines whether assessment pays for itself is what happens after the report is generated — whether a hiring manager knows how to weigh it against the rest of the evidence, whether the individual gets a debrief that they recognize themselves in, and whether the results are actually used when the promotion decision comes around six months later.
humanfusion administers assessments and stays for that part. Debriefs are conducted by a coach, and results feed directly into coaching engagements and development plans rather than sitting in a folder.
Common questions
What is the Winslow Report?
A behavioral and personality assessment that scores an individual across a wide set of traits and compares those scores against benchmarked career classifications. humanfusion administers it and, more importantly, debriefs it — a report nobody interprets is just a PDF.
Can assessment be used to select candidates?
Yes, as one input among several, applied consistently. Assessment should inform a structured selection process rather than replace it, and it should never be the sole basis for an employment decision.
Do you assess existing employees as well as candidates?
Frequently. Assessment is often more valuable internally — identifying high potentials, diagnosing why a capable person is struggling in a particular role, and building development plans that address something real.
Do we get the results, or does the employee?
Both, in the right order. Individuals receive a debrief on their own results, because assessment that is done to someone rather than with them produces resistance rather than development.
Do you also assess emotional intelligence?
Yes. EQ assessment is a distinct instrument and often the more useful one for leadership development, where the question is not whether someone is capable but whether people will follow them.
Yes, I want to be assessed.
Tell us what decision you are trying to make — a hire, a promotion, a development plan — and we will tell you which instrument fits.